SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?

This communication represents a work in progress by the first author, who is enrolled in a research program of master in organizations management. The notion of social corporate responsibility (SCR) is increasingly present in management literature. It is linked to profitability, investor attraction...

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Autores principales:	Marie-Pier Côté, Doina Muresanu
Formato:	article
Lenguaje:	DE EN FR IT
Publicado:	University of Oradea 2021
Materias:	social corporate responsibility (SCR), social identity theory, quality of life at work, employment relationship quality Business HF5001-6182 Finance HG1-9999
Acceso en línea:	https://doaj.org/article/71b13a835baa4fdd97af9ecd3891f256
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id	oai:doaj.org-article:71b13a835baa4fdd97af9ecd3891f256
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spelling	oai:doaj.org-article:71b13a835baa4fdd97af9ecd3891f2562021-11-09T19:46:15ZSOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?1222-569X1582-5450https://doaj.org/article/71b13a835baa4fdd97af9ecd3891f2562021-07-01T00:00:00Zhttp://anale.steconomiceuoradea.ro/volume/2021/n1/039.pdfhttps://doaj.org/toc/1222-569Xhttps://doaj.org/toc/1582-5450This communication represents a work in progress by the first author, who is enrolled in a research program of master in organizations management. The notion of social corporate responsibility (SCR) is increasingly present in management literature. It is linked to profitability, investor attraction and brand image. More recent research has begun to investigate the link that can be made between SCR and human resources management (HRM). In the vein of this field of research, our paper proposes to take a closer look at how certain SCR models, implemented consciously or not by certain companies, could impact the employee perception of employment relationship quality. The concept of “quality of life at work” and social identity theory will be used to measure the employment relationship quality. To carry out the research, a qualitative methodological approach, based on comparative case study, will be used. A sample of about 20 participants (manager and employees) will be targeted. The results of the research could provide a better understanding of how the decisions taken in relation to SCR could be combined to form original models of social responsibility management. Moreover, the study of the links that can be established between SCR models and the perception of the employment relationship quality could allow companies to better manage their human resources and improve retention and attraction of the employees.Marie-Pier CôtéDoina MuresanuUniversity of Oradeaarticlesocial corporate responsibility (SCR), social identity theory, quality of life at work, employment relationship qualityBusinessHF5001-6182FinanceHG1-9999DEENFRITAnnals of the University of Oradea: Economic Science, Vol 30, Iss 1, Pp 353-361 (2021)
institution	DOAJ
collection	DOAJ
language	DE EN FR IT
topic	social corporate responsibility (SCR), social identity theory, quality of life at work, employment relationship quality Business HF5001-6182 Finance HG1-9999
spellingShingle	social corporate responsibility (SCR), social identity theory, quality of life at work, employment relationship quality Business HF5001-6182 Finance HG1-9999 Marie-Pier Côté Doina Muresanu SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?
description	This communication represents a work in progress by the first author, who is enrolled in a research program of master in organizations management. The notion of social corporate responsibility (SCR) is increasingly present in management literature. It is linked to profitability, investor attraction and brand image. More recent research has begun to investigate the link that can be made between SCR and human resources management (HRM). In the vein of this field of research, our paper proposes to take a closer look at how certain SCR models, implemented consciously or not by certain companies, could impact the employee perception of employment relationship quality. The concept of “quality of life at work” and social identity theory will be used to measure the employment relationship quality. To carry out the research, a qualitative methodological approach, based on comparative case study, will be used. A sample of about 20 participants (manager and employees) will be targeted. The results of the research could provide a better understanding of how the decisions taken in relation to SCR could be combined to form original models of social responsibility management. Moreover, the study of the links that can be established between SCR models and the perception of the employment relationship quality could allow companies to better manage their human resources and improve retention and attraction of the employees.
format	article
author	Marie-Pier Côté Doina Muresanu
author_facet	Marie-Pier Côté Doina Muresanu
author_sort	Marie-Pier Côté
title	SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?
title_short	SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?
title_full	SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?
title_fullStr	SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?
title_full_unstemmed	SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?
title_sort	social organizational responsibility management models: what lessons for human resources management?
publisher	University of Oradea
publishDate	2021
url	https://doaj.org/article/71b13a835baa4fdd97af9ecd3891f256
work_keys_str_mv	AT mariepiercote socialorganizationalresponsibilitymanagementmodelswhatlessonsforhumanresourcesmanagement AT doinamuresanu socialorganizationalresponsibilitymanagementmodelswhatlessonsforhumanresourcesmanagement
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SOCIAL ORGANIZATIONAL RESPONSIBILITY MANAGEMENT MODELS: WHAT LESSONS FOR HUMAN RESOURCES MANAGEMENT?

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